Buzzing About HR

Ten years ago, I was sitting at my Harry Potter desk under the stairs with redundancy papers in one hand and cake in the other, agreeing to “give consulting a go” for six months.

Well. Those six months escalated.

In this special anniversary episode of Buzzing About HR, I look back on the last ten years of building Kate Underwood HR. From burnout and uncertainty to building a business that supports small companies through the people stuff that keeps them awake at night.

I talk about what those ten years have really taught me. Not the polished business-owner version. The real version. Like learning that not every client is your client. That some people expect HR support, and others seem to want a referee for family politics and Christmas bonus arguments. The pandemic had some of us working flat out while the rest of the internet was making banana bread.

At the heart of it all, one thing has never changed. Small businesses deserve proper HR support. Not watered-down advice. Not scary legal jargon. Not big business prices. Just practical, commercially sensible help that actually works in the real world.

What has changed is how we deliver it. Online training. Fractional HR Director support. Better systems. Smarter tech. More ways to make compliance feel manageable instead of miserable.

I also share what I have learned about people. That policies matter, but honest conversations matter more. That recognition is not fluffy nonsense; it is often the reason people stay. And that the best HR work is not about sounding impressive. It is about making difficult things feel clearer, calmer, and more human.

Mostly, though, this episode is a thank you. To clients, listeners, supporters, and everyone who has been part of this slightly chaotic, cake-fuelled journey.

Subscribe, have a listen, and come with me into the next chapter. There is still plenty more buzzing to do.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

There are few hiring moments more awkward than this one.

You have found the right person. You have made the offer. Everyone is happy. Then something changes, and suddenly you are asking yourself, “Can we actually take this back?”

In this episode of Buzzing About HR, I talk through one of the most uncomfortable parts of recruitment. Withdrawing a job offer. Whether it is a failed reference, a budget freeze, a restructure, or something else entirely, this is one of those situations where good intentions are not enough. If you get it wrong, it can get expensive very quickly.

We start with the bit that really matters. The difference between a conditional job offer and an unconditional job offer. Because that line is often where your legal protection sits. I explain when an offer can become a binding contract, what notice or compensation you might still owe even if someone has not started yet, and why “they had not joined yet” is not the magic defence some employers think it is.

We also talk about where the real risk builds. Not just breach of contract, but discrimination claims, especially if the reason for withdrawing the offer connects in any way to health, disability, pregnancy, race, sex, or another protected characteristic. Sometimes the issue is not the decision itself. It is how badly it was explained or how shaky the paperwork is underneath it.

I share real examples of businesses that handled this well and others that really did not, plus the simple steps that make a huge difference. Clear offer wording. Proper conditions. The right paperwork. Short, factual notes. And a calm, respectful process when the worst happens.

We also get into the questions people always ask. Do verbal offers count? What if the reference is poor? What if the role disappears? What if it is just gone wrong before day one?

If you hire people and you want to protect your business without behaving like a robot, this episode is for you.

Subscribe, share it with a manager who needs it, and leave a review so more small businesses can find practical HR support before things get messy.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

Have you ever wondered if robots are coming for your HR job? After my visit to the HR Technologies UK show at Excel London, I've been buzzing with questions about artificial intelligence in Human Resources—and it turns out you have been too.

Ever had that moment where everyone seems to be talking about AI like it is either going to save your life or steal your job?

After a trip to the HR Technologies UK show at Excel London, I came back with a head full of questions, and judging by the messages coming in, so did you.

In this episode of Buzzing About HR, I get into what AI in HR actually looks like in real life. Not the shiny sales pitch. The practical stuff. What helps, what does not, and where small businesses need to be careful.

We talk about where AI is already showing up. Recruitment, CV screening, job descriptions, HR chatbots, performance management, and all the bits in between. I cover what it can do well, where it saves time, and the areas where it can quietly create a mess if no one is paying attention.

Because yes, AI can help sift through applications. It can give you a solid first draft of a job description. It can answer routine HR questions at 11 pm while you are sensibly in bed. But it does not know your culture, your team, or your values unless you teach it properly. And if it biases or helps someone make a lazy decision, “the system did it” is not going to save you.

We also talk about the legal and ethical side of AI in HR, especially under UK employment law and the Equality Act 2010. If AI influences who gets shortlisted, who gets performance-managed, or who gets disciplined, the responsibility still sits with the employer. Not the software.

So this episode is about using AI as a tool, not as a shortcut that replaces judgment. I share a simple five-step way to start using it sensibly, without drowning in jargon or buying shiny tech you do not actually need.

If you are AI-curious, a bit sceptical, or quietly wondering whether any of this is worth the fuss, this one is for you.

Subscribe, share it with a manager who is either obsessed with AI or terrified of it, and leave a review so more small businesses can figure out what is useful and what is just noise.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

If you have ever had someone stroll in late, mutter “I’m on flexi time,” and then later ask to work from home every Friday like it is all part of the same thing, this episode is for you.

In this episode of Buzzing About HR, I get into one of the most common workplace mix-ups I see. FlexiTime and flexible working are not the same, and when businesses blur the line, it creates confusion for managers, employees, and anyone trying to determine what has actually been agreed.

I break it down in plain English.

FlexiTime is usually a workplace perk. It exists only if your contracts or policies state otherwise. Think of it like a little hours piggy bank. Someone works a bit extra, banks the time, and uses it later, usually within clear limits.

Flexible working is different. That is a statutory right. Employees can ask for changes to hours, days, or where they work, and you need to deal with those requests properly. Since the changes in 2024, that right starts from day one.

This episode walks through how to handle flexible working requests without making a mess of it. We cover the right process, the common traps, and why a casual “yes, let’s see how it goes” can come back to bite you later if you do not confirm what was agreed and when it will be reviewed.

We also talk about the mistakes I see all the time. The endless trial that quietly becomes permanent. The inconsistent yes that turns into a discrimination risk. The knee-jerk no that sounds fine in your head but would look shaky under scrutiny.

And yes, I cover the business reasons for refusal too, along with what good documentation actually looks like when you are trying to show your decision was fair and reasonable.

If you want to stop FlexiTime and flexible working from becoming one blurry headache, this episode gives you a simple framework to keep both clear and manageable.

Subscribe, share it with a manager who needs it, and leave a review so more small businesses can stop winging this stuff.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

Ever asked what felt like a harmless question and then immediately thought, “Oh no… was that allowed?”

In this episode of Buzzing About HR, I talk about one of those moments. I casually asked a new warehouse manager about old sports injuries and very quickly realised I might have wandered into dangerous territory.

That is the problem with post-offer medical questions. A lot of UK employers are trying to do the right thing, but no one has really explained where the line is. Under Section 60 of the Equality Act 2010, health questions before a job offer are heavily restricted. After an offer, you can ask them, but only if you do it properly. Get it wrong, and you are opening the door to discrimination claims that can get very expensive very quickly.

This episode breaks down how to handle post-offer health questionnaires without turning them into a legal mess. We talk about what you can ask, what you should not ask, and how to collect the information you genuinely need to support someone safely in the role.

We also get into occupational health, because that is where a lot of employers get stuck. When to refer. What to do with the advice when it comes back. And how to turn recommendations into reasonable adjustments that actually work in real life, not just on paper.

We tackle some of the nonsense too. Adjustments do not always cost a fortune. In fact, many are simple, practical, and cheaper than replacing a good person. I share examples across different roles and conditions, and how to focus on what someone needs to do the job well rather than making assumptions.

We also cover the GDPR side, because health information is special category data and needs handling carefully. Who sees it, where it is stored, and how much is actually necessary.

If you want to build a workplace that is fair, compliant, and not one badly phrased question away from a problem, this episode is for you.

Subscribe, share it with a manager who needs it, and leave a review so more small businesses can get this right before it gets expensive.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

Sick days are costing small businesses more than most people realise.

When absence starts creeping up, it is not just a few inconvenient mornings. It hits productivity, piles pressure onto the rest of the team, and quietly drains money from the business. For some SMEs, it can feel like half of January disappears into empty desks and rota chaos.

In this episode of Buzzing About HR, Kate digs into absence management for small businesses and how to handle sickness in a way that is fair, practical, and legally sound.

We talk about what is really driving absence right now, including the big shift from physical illness to mental health-related absence, especially for younger workers. That changes the conversation for employers. It is no longer just about counting days off. It is about spotting patterns, understanding what sits underneath them, and managing absence without tipping into panic, resentment, or legal risk.

Kate breaks down the practical tools that actually help. Statutory Sick Pay, return to work conversations, the Bradford Factor, and why documenting things properly saves a lot of pain later. We also look at simple changes that can make a real difference, including small rota tweaks, micro-flexibility, and giving managers a clearer structure for handling sickness fairly.

There is a real-world example too, showing how one small business turned absence from a constant drain into something far more manageable with a few sensible changes.

We also talk about the admin side, because if sickness reporting is eating your week, your process probably needs tightening. From cloud-based systems to better record keeping, this episode covers ways to save time while staying on top of what matters.

If you run a small business and feel like sickness absence is starting to cost more than it should, this episode will help you take back control.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

Verbal job offers can feel quick, friendly, and harmless. Until they are not.

One enthusiastic “We’d love to have you” can carry a lot more legal weight than many small business owners or managers realise. And if things change afterwards, what felt like a warm conversation can turn into a very awkward and expensive problem.

In this episode of Buzzing About HR, Kate breaks down the legal reality of verbal job offers in the UK and how to handle them without creating unnecessary risk.

We talk about when a verbal offer can become legally binding, why timing matters, and how a casual conversation can end up costing you notice pay even if the person never actually starts. This is one of those HR traps that catches good businesses out because everyone is moving quickly and trying to be nice.

The good news is that the fix is simple.

Kate shares the five words every hiring manager needs in their toolkit: subject to references and right to work. Used properly, that one phrase helps turn a risky verbal promise into a safer, conditional offer while you complete the checks you need.

You will also hear the practical steps that make the whole process feel calmer and more professional. Simple offer scripts. Quick written follow-up. Clear conditions. And the bits you should never casually promise in the excitement of a good interview.

This episode is especially useful for SMEs, where hiring often moves fast and the same person is juggling interviews, operations, and everything else at once. If you have ever worried about saying too much too soon, this one will help you tighten the process without becoming stiff or corporate.

If you want to make job offers with more confidence, and avoid promises that come back to bite later, press play.

And if you want help with conditional offer letters or contract wording, get in touch. Sometimes a few small tweaks save a lot of pain later.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

Every small business has valuable intellectual property—far beyond what you might imagine. Your sales strategies, client lists, training materials, and even the clever copy on your website represent significant assets, but are you protecting them properly?

Buzzing About HR tackles the often-overlooked world of intellectual property protection for businesses of all sizes. We break down the five essential contract clauses that serve as your first line of defence: IP assignment provisions that ensure what your team creates belongs to your business, moral rights waivers that prevent creative control disputes, confidentiality clauses with teeth, clear requirements for returning and deleting company data, and strategic garden leave provisions that buy critical time during transitions.

Beyond paperwork, we explore practical operational measures that don't require a massive IT budget—from managing the LinkedIn contacts dilemma to preventing data loss through personal Apple IDs. Learn why restrictive covenants often fail in court and discover alternatives that better protect your business interests. We'll walk through supplementary tools like IP deeds and BYOD agreements that close common loopholes, plus provide a straightforward 30-day action plan to strengthen your intellectual property safeguards immediately.

The stakes are high—when a key team member walks away with your hard-earned intellectual assets, recovering them can be costly and stressful. Prevention truly is the more efficient path. Whether you're a startup founder handling HR yourself or a seasoned HR professional looking to upgrade your protection strategies, this episode delivers actionable advice without the legal jargon. Ready to keep your intellectual property where it belongs? Subscribe, leave a review, and join us next time when we tackle the surprising legal implications of verbal job offers!

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

Does the phrase “summer party” make you smile… or sweat?

For many small business owners, that one question brings back memories. Some brilliant. Some legally expensive.

In this episode of Buzzing About HR, we talk about summer socials properly. Not as fluffy extras, but as strategic tools when they are done well.

A good team event can strengthen retention more effectively than a small pay rise. It builds genuine employer brand moments that no job advert can fake. It creates social media buzz that lands in trusted networks. For cash-conscious businesses, that makes it less of a cost and more of a smart investment in culture and recruitment.

But let’s be honest. The risks are real.

The Bellman v Northampton Recruitment case is still a stark reminder of how quickly things can escalate. After-party misconduct led to a serious injury and six-figure consequences. That is not a scare tactic. It is a reason to plan properly.

We cover practical safeguards that keep the fun without the fallout. Drink token systems. Clear but friendly expectations. Inclusive planning that considers faith, accessibility and different comfort levels around alcohol. Small tweaks that dramatically reduce risk.

You will also hear real-world cautionary tales. The pool party plunge. Rosé gate. The sunstroke saga. All reminders that good intentions are not a substitute for structure.

And if you are bored of the default boozy barbecue, we explore alternatives that work for every budget. Park picnics. Volunteer mornings. Office bake-offs. Escape rooms. Activities that bring people together without excluding anyone.

Because losing one good employee costs far more than a well-planned event ever will.

If you want to turn your summer social from stress point into strategic advantage, this episode is for you.

Listen, plan smart, and let’s get buzzing about better team events.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.

Hiring internationally is not what it used to be.

Since Brexit, EU candidates are treated the same as applicants from anywhere else in the world. For many small businesses, that has turned what used to feel straightforward into something that feels… bureaucratic.

In this episode of Buzzing About HR, I break down the sponsor licence process in plain English. What you actually need. What it costs. And where small businesses tend to trip up.

If your candidate is not British or Irish, does not have settled or pre-settled status, and does not already hold the right visa, you will likely need a sponsor licence. For small businesses and charities, that currently costs £536. For medium or large organisations, it is £1,579. Processing is typically 8 to 12 weeks, and delays are common.

But the fee is only part of the picture.

You need a named Authorising Officer. You need proper right to work checks and monitoring systems. The role must meet the skill level and salary thresholds. And visa costs can range from £769 to £1,519, plus the Immigration Health Surcharge at £1,035 per year.

There are strict rules around who pays what. Employers cannot pass sponsorship costs to employees, though repayment agreements for certain visa fees may be structured properly.

We also cover the April 2025 changes, including increased salary thresholds, care sector partnership requirements, and updates affecting creative industries.

This is not just about compliance. It is about onboarding well. Supporting relocation. Setting expectations clearly. And avoiding expensive mistakes.

If you are thinking about hiring international talent, this episode will help you understand what is realistic, what is required, and what to plan for.

Future episodes will cover visa routes that do not require sponsorship.

Until then, stay compliant, stay caffeinated, and keep buzzing.

If you’re not 100% sure how your HR is really holding up, take our free HR Health Check. It’s short, jargon-free, and gives you a clear score on what’s working — and what needs a bit of love.

And if you do it before 30th October 2026 you’ll get a bonus 7 Pillar Strategy-on-a-Page, tailored to help you manage HR brilliantly for the year ahead. That’s it for today, but if you fancy a bit of friendly HR advice in your inbox (with zero waffle), come and join our newsletter.

We send out bite-sized tips, plain-English updates, and handy things you’ll actually use — no spam, no fluff.

You can sign up here 

If you're not sure how your HR is really holding up, take the free HR Health Check. It's short, jargon-free, and gives you a clear score on what's working and what could do with a bit of love.

Enjoyed this episode? Subscribe so you never miss one, and leave a review if you've got thirty seconds. It honestly does help more small business owners find the show, and it's the cheapest good deed you'll do all week.

Got a question or need actual HR support? Find Kate at kateunderwoodhr.co.uk, email [email protected], or follow along on social.

Until next time, keep buzzing, and take care of your people.